Formal Dispute Resolution Process Clause Samples

Formal Dispute Resolution Process. Purpose and Principles The purpose of the formal dispute resolution process is to achieve the prompt resolution of formal disputes to the satisfaction of all parties. Only after all attempts have been made to resolve issues at the working level should a dispute be formally issued to the CS&C Office. That process includes the following principles: ▪ All formal disputes raised will be adequately documented including agreed upon actions taken to resolve the dispute; ▪ Formal disputes shall only be considered resolved when agreed-upon actions have been implemented to the satisfaction of all parties; and ▪ In the event an agreement is not reached, all formal disputes will be referred to the NSSC Executive Director for discussion, negotiations, and an advisory opinion.

Formal Dispute Resolution Process. In case of any disagreement arising from the implementation of this Settlement Agreement, any party may initiate the formal dispute resolution process after the parties have attempted to resolve the disagreement informally. To initiate the formal dispute resolution process, a requesting party shall provide written notice to the other party that describes the issue in dispute. Upon receiving a notice of formal dispute, the parties signatories or their designated representatives shall convene a meeting within 30 days to consider the dispute and may resolve any or all issues or refer any or all issues in dispute back to the originating parties with specific instructions and a deadline for reporting back to the designated executives. The parties by mutual agreement may employ any other alternative dispute resolution procedures they deem useful under the circumstances. If the parties’ signatories or designated representatives fail to resolve the dispute within 30 days upon meeting convened to resolve the dispute, or a dispute is not resolved within the timeframe established by the designated executives, the dispute resolution process shall then be deemed complete and any party may seek any and all remedies within their authority and rights to so. Upon completing the dispute resolution process, the designated executives or their representatives shall prepare a joint statement of the remaining issues in dispute, which may also include a discussion of how to resolve such issues consistent with this Settlement Agreement.

Formal Dispute Resolution Process. ‌ 5.1 Purpose and Principles‌ The purpose of the formal dispute resolution process is to achieve the prompt resolution of formal disputes to the satisfaction of all parties. Only after all attempts have been made to resolve issues at the working level should a dispute be formally issued to the Chief of SIC. The dispute process is based on the following principles: • All formal disputes raised will be adequately documented including agreed upon actions taken to resolve the dispute; • Formal disputes shall only be considered resolved when agreed-upon actions have been implemented to the satisfaction of all parties; and • In the event an agreement is not reached, all formal disputes will be referred to the NSSC Executive Director for discussion, negotiations, and an advisory opinion. 5.2 Dispute Categorization‌ All formal disputes raised will fall into four categories: • Failure to meet the responsibilities of the NSSC and the customer as outlined in this SLA; • Failure to reach resolution on recommended changes to the SLA; • Requests for amendment to required service standards; or • Service quality or customer satisfaction disputes.

Formal Dispute Resolution Process. In the case of any disagreement arising from the implementation of the MOA, any party may initiate the formal dispute resolution process after the Parties have attempted in good faith to resolve the disagreement informally. To initiate the formal dispute resolution process, a requesting Party shall provide written notice to the other Party that describes the issues in dispute. Upon receiving a notice of formal dispute, the Parties’

Formal Dispute Resolution Process. If Participant submits a Dispute to the Governing Council or is named in a Dispute submitted to the Governing Council, Participant will participate in the Epic Nexus QHIN Dispute Resolution Process as established by the Epic Nexus QHIN Policy: Dispute Resolution and Participant Enforcement. Participant will accept the decision rendered by the Governing Council and will comply with any sanctions imposed by the Governing Council in connection with the decision. If Participant refuses to participate in the Epic Nexus QHIN Dispute Resolution Process, to accept the Governing Council’s decision, or to comply with sanctions imposed by the Governing Council in connection with the decision rendered, such refusal shall constitute a material breach of this Agreement and may be grounds for termination in accordance with Section 15.2.

Formal Dispute Resolution Process. 6.1 Purpose and Principles ▪ All formal disputes raised will be adequately documented including agreed upon actions taken to resolve the dispute; ▪ Formal disputes shall only be considered resolved when agreed-upon actions have been implemented to the satisfaction of all parties; and ▪ In the event an agreement is not reached, all formal disputes will be referred to the NSSC Executive Director for discussion, negotiations, and an advisory opinion.

Formal Dispute Resolution Process. 5.1 Purpose and Principles The purpose of the formal dispute resolution process is to achieve the prompt resolution of formal disputes to the satisfaction of all parties. Only after all attempts have been made to resolve issues at the working level should a dispute be formally issued to the Chief of SIC. The dispute process is based on the following principles: • All formal disputes raised will be adequately documented including agreed upon actions taken to resolve the dispute; • Formal disputes shall only be considered resolved when agreed-upon actions have been implemented to the satisfaction of all parties; and • In the event an agreement is not reached, all formal disputes will be referred to the NSSC Executive Director for discussion, negotiations, and an advisory opinion. 5.2 Dispute Categorization All formal disputes raised will fall into four categories: • Failure to meet the responsibilities of the NSSC and the customer as outlined in this SLA; • Failure to reach resolution on recommended changes to the SLA; • Requests for amendment to required service standards; and • Service quality or customer satisfaction disputes. 5.3 Raising and Recording Formal Disputes Authorized representatives will raise formal disputes with SOD only after attempting to resolve disputes independently through the service delivery process. The chief of SIC will communicate the accountability for the formal dispute to the NSSC. All formal disputes raised will be documented in a disputes log within one working day and responsibility will be assigned for resolution. The Chief of SIC will seek to identify and agree upon satisfactory, immediate resolution of the dispute with NSSC Service Delivery and/or the Support Operations Directorate. Agreed-upon actions will be vetted with the NSSC Executive Director, documented in the formal disputes log, and confirmed with the customer representative. Actions not in agreement will be communicated to the NSSC Executive Director for further disposition.

Formal Dispute Resolution Process. (a) If a dispute about a matter arising under this Agreement or the National Employee Standards cannot be resolved at the workplace and all steps of the internal dispute / grievance resolution process have been exhausted, a party to the dispute may refer the dispute to the Fair Work Commission. (b) The Fair Work Commission may exercise any method of dispute resolution permitted by the Fair Work Act 2009 that it considers appropriate to ensure the settlement of the dispute. The Fair Work Commission's decision will be binding on the parties, subject to any appeal by either party in accordance with Sec 604 of the Fair Work Act. Part 5— Types of Employment and Termination of Employment

Formal Dispute Resolution Process